Post on 22-Dec-2015
Organizational Change Management
Dr. Charles Poplos
Agenda
• Overview• Kotter model• Connor model• Appreciative Inquiry• Common threads
Organizational Change
• Understand your institution’s culture.• Seek ideas from other organizations and benchmarking
comparisons.• Define the problem necessitating the changes. • Establish vision and strategy congruence.• Reaffirm or revise the institution’s mission statement to reflect
the changes.• Expect problems, and embrace them as sources of creative
resolution.• Tell people as much as possible as soon as possible – create a
“felt” need for change.
What are the Institution’s Responsibilities?
Managing People in a Time of Change and Uncertainty
What are the Manager’s Responsibilities?
• Lead by example• Be available – Listen• Be alert to individual reactions• Provide realistic hope• Be well-informed about available resources
Identifying Employees Who May Be “At-Risk”
• Recent traumatic losses• Spouse/significant other who lost job/is unemployed• History of depression & self-destructive behaviors• Isolated from family & social networks - their job is
their life• History of outbursts at work• Have been previously laid off
Employee Reactions: What You May Observe
• Unusually quiet• Preoccupied, unable to
focus• Hard to find• Unresponsive, avoids eye
contact• Lack of interest in activities• Noticeable weight change• Constant complaints
• Asking lots of questions• Unusual forgetfulness• Mixing up simple
tasks/instructions• Grabbing onto rumors• “Catastrophizing”• Inability to concentrate• Explosive outbursts• Sarcasm, cynicism• Head down, task focus
Employee Reactions: What You Can Do
Intervention Strategies:• Provide as much
information as possible• Do not make up answers• Provide structure• Touch base often • Listen with patience and
empathy• Acknowledge the pain and
loss• Do not minimize the
feelings
• Provide private opportunity to vent
• Acknowledge their anger (don’t take it personally)
• Don’t feel obligated to agree with them
• Shift focus to things they can do
• Refer to your EAP!!
KOTTER MODEL
The Kotter Model
Establish a sense of urgency
Create a coalition
Develop a clear vision
Share the vision
Empower people to clear obstacles
Secure short term gains
Consolidate and keee movign
Establish a Sense of Urgency
• Examine market and competing realities• Identify and discuss crises, potential crises, or
major opportunities
Form a Powerful Guiding Coalition
• Assemble a group with enough power to lead the change effort
• Encourage the group to work together as a team
Create a Vision
• Create a vision to direct the change effort• Develop strategies to achieve that vision
Communicate the Vision
• Use every vehicle possible to communicate the new vision and strategies
• Teach new behaviors using the guiding principles of the vision
Empower Other to Act on the Vision
• Get rid of obstacles to change• Change systems or structures that seriously
undermine the vision• Encourage risk taking and nontraditional
ideas, activities, and actions
Plan for and Create Short-Term Wins
• Plan for visible performance improvements• Create those improvements• Recognize and reward employees involved in
the improvement
Consolidate Improvements and Produce Still More Change
• Use increased credibility to change systems, structures, and policies that don’t fit with the vision
• Hire, promote, and develop employees who can implement the vision
• Reinvigorate the process with new projects, themes, and change agents
Institutionalize New Approaches
• Articulate the connections between the new behaviors and corporate success
• Develop the mean to ensure leadership development and succession
ERRORS
Error 1: Not Establishing a Sense of Urgency
• Underestimating the difficulty of driving people from their comfort zone
• Becoming paralyzed by risk
Error 2: Not Creating a Powerful Enough Coalition
• No prior experience in teamwork at the top• Relegating team leadership to an HR, quality,
or planning executive rather that to a senior line manager
Error 3: Lacking a Vision
• Presenting a vision that is too complicated or vague to be communicated in five minutes
Error 4: Undercommunicating the Vision by a Factor of Ten
• Behaving in ways antithetical to the vision
Error 5: Nor Removing Obstacles to the New Vision
• Failing to remove powerful people who resist the change
Error 6:Not Systematically Planning for and Creating Short Term Wins
• Leaving short term successes up to chance• Failing to score successes early enough (no
more than 12 months into a major change)
Error 7: Declaring Victory Too Soon
• Declaring victory with the first small successes• Allowing resistors to convince “troops” that
the war has been won
Error 8: Not Anchoring the Change into the Corporate Structure
• Not creating new social norms and shared values consistent with the changes
• Promoting people into leadership position who don’t personify the new approach
Key Ideas• Set the Stage for Acceptance
– Develop bold message that provide compelling reasons to do things differently
• Frame the Turnaround Plan– Develop the plan in terms of helping people interpret the new ideas
correctly• Manage the Mood
– Strike the right note of optimism and realism to make employees feel cared for while also keeping them focused on the plan’s execution
• Prevent Backsliding– Provide opportunities for employees to practice the desired behaviros
repeatedly– Publicly criticize disruptive, divisive behaviors
Activity
• Break into groups• Identify a change• Identify obstacles
CONNER MODEL
Myths About Change
• It is impossible to understand why people accept or resist change
• Bureaucracies cannot really be changed• What leaders say about change should never be
confused with reality• Change will always be mismanaged• Organizational efficiency and effectiveness
inevitably decrease when changes are attempted
Myths About Change
• Those who help you implement the changes in which you believe are heroes, and those who resist are villains
• Management is inherently insensitive to problems caused during the implementation phase
• Employees are prone to resist any change that is not good for the business
Thus …
• Understand that change is not as mysterious as most people think
• Realize that change typically unfolds in a manner that can be recognized and predicted
• Anticipate how you and others will respond during change
• Plan how to implement change
Thus …
• Recognize the critical symptoms that can help you guide the change process
• Take specific actions to facilitate progress through the change process
• Help yourself and other people recover more quickly and efficiently from the results of change
The Price of Change (Opportunity)We will miss
• A key element in moving from leader to dominance
• A key element in moving from first class to leader• A key element in moving from midstream to first
class• A powerful paradigm shift• A major competitive advantage• A significant strategic advantage• A significant tactical advantage• Something pleasant and rewarding• Something interesting and enjoyable
High Price
eLow Price
10
9
8
7
6
5
4
3
2
1
Level of Resolve
The Price of Change (Solve a Problem)
• Recovery will be impossible• We will lose everything• Recovery will possible but unlikely• Recovery will be long and expensive• We will have to shift our entire way of
operating• The price will be difficult• Price will be a long term hassle• There will be a brief interuption
High Price
eLow Price
10
9
8
7
6
5
4
3
2
1
Level of Resolve
Types of Changes
• Evolutionary Change• Shock Change• Strategic Change
How Do We Respond to Uncertainty?
We Ask Questions:• What’s happening?• Why am I reacting like this?• What can I do about it?
What’s Happening - Now (N)?
The “N” Process-1 ------ N ------ +1
• Embracing the ‘positives’ of the change Organizations jump to N + 1
• Embracing the ‘negatives’ of the change people shift to N – 1
• There is a sense of incongruence that can disconnect management from rank-and-file.
Change is Stressful: Recognize symptoms of Stress
Physical• Getting sick more often• Having trouble sleeping• Feeling tired all the time• Sleeping more than
usual• Overeating• Loss of appetite• Generally depressed• Headaches
Emotional• On edge• Short-tempered• Grouchy• Not interested in
anything• Nervous all the
time• Sad/Withdrawn
• Cognitive• Loss of concentration• Loss of focus• Feel victimized• Short-term Memory is
impaired• Molehills become
mountains• You become "stuck on
the negative"
Models for Understandingthe Change Process
The Kubler-Ross Grief Cycle ModelThe Scott/Jaffe “Rhythm of Change” ModelThe Conner/Kelly Emotional Cycle of
Change Model
The Conner/Kelly Emotional Cycle of Change Model
Informed Pessimism
Uninformed Optimism
Hopeful Realism
Completion
Informed Optimism
-- Daryl Conner, Managing At The Speed of Change. (1992)
Present State
Transition State
Future State
APPRECIATIVE INQUIRY
Appreciative Inquiry?
• Suggests we look for what is working• Results in statements describing
where you want to be• Grounded in real experience and
history– People know how to repeat their success
New Realities
• Problems are often the result of our own perspectives and perceptions
• If we look at a certain priority as a problem, then we tend to constrain our ability to effectively address the priority
• Knowledge is the new currency• Whole systems can change
AI Process
• Appreciative Inquiry (AI) is a process for engaging people across the system in renewal, change and focused performance.
First Steps
• We are very good at talking about what is wrong
• Start looking at what is right and build on it
• Share examples of what it feels like to be treated with dignity and respect
Assumptions• Set of beliefs shared by a group
– Causes the group to think and act in certain ways• Explain the context of the group’s choices and behaviors• Are usually not visible to or verbalized by the participants
– Rather they develop and exist• Must be made visible and discussed before anyone can be
sure of the group beliefs
More Assumptions
• Something works• What we focus on becomes reality• Reality is created in the moment and
there are multiple realities• The act of asking questions of a
group influences the group in some way
Even More Assumptions
• People have more comfort to journey into the future when they carry forward parts of the past
• What we carry forward should be the best of the past
• It is important to value differences• The language we use creates our
reality
Focus
• Inquiry Focus: Do more of what works• Problem-solving Focus: do less of
something we do not do well
Problem Solving
“Felt Need”Identification of Problem
Analysis of Causes
Analysis of Possible Solutions
Action Planning(Treatment)
Basic Assumption:An Organization is a problem to be solved
Appreciative Inquiry
Appreciating and Valuingthe Best of “What Is”
Envisioning“What Might Be”
Dialoguing “What Should Be”
Innovating“What Will Be”
Basic Assumption: An organization is a mystery to be embraced
Problem-Based Approach
• Process is inherently slow, limiting• Focuses attention on yesterday• Creates defensiveness, lack of honesty• Promotes vocabulary of human deficit• Often leads to fatigue rather than sustained
effort
AI: One Goal
Discovering the root cause of success
The Process
• Begin with the topic• Create questions to explore the topic• Share questions and responses– Each person shares “best story” or most
“quotable quote”
• Focus on the results of the story
Provocative Questions
• Purpose is to keep the best at a conscious level
• They are symbolic statements
• They are grounded in history, tradition
Building Questions
• Handout– Sample questions– Format
• Tasks– Develop three
provocative questions – Describe a process for
appreciative inquiry in your area
– Role play
Writing Provocative Questions
• Find examples of the best (from the interviews)
Writing Provocative Questions
• Determine what circumstances made the best possible (in detail)
Event 1 Event 2 Event 3
Writing Provocative Questions
• Take the stories and envision what might be
Writing Provocative Questions
• Write an affirmative statement (a provocative proposition) that describes the idealized future as if it were already happening
Provocative, You Say?
• Is it provocative? Does it stretch, challenge, or innovate?
• Is it grounded in examples?• Is it what we want? Will people
defend it or get passionate about it?• Is it stated in affirmative, both terms
and in present tense (as if it were already happening)?
AI Process
• The basic idea is to build organizations around what works, rather than trying to fix what doesn't.
AI Process
• A proven benefit of the approach is its reliance on the acknowledgement of contribution at the individual level, which leads to trust and organizational alignment.
AI Process
• The method creates meaning by drawing from stories of concrete successes and lends itself to cross-industrial social activities.
AI: Two Laws
1. What you seek is what you find.
2. Where you believe you are going is where you will end up.
AI: Three Principles
1. Change starts the minute you begin asking questions
2. Positive images of self lead to positive action
3. Negative images of self lead to negative action
The AI Change Process
Discover
Envision
Design
DeliverAFFIRMATIVE TOPIC CHOICE
AI Change Process
Appreciative Inquiry utilizes a 4-stage process focusing on:
DISCOVER: The identification of organizational processes that work well.
DREAM: The envisioning of processes that would work well in the future.
DESIGN: Planning and prioritizing processes that would work well.
DELIVER (or CREATE): The implementation (execution) of the proposed design.
Affirmative Topic Choice
• Set conversations in affirmative terms.
• Provoke bold ideas on 4-5 topics.
• Demonstrate an authentic desire to learn, discover, grow.
• Evoke dialogue about desired future.
Selecting Affirmative Topics
Based on your review of the climate study findings,
what things, if changed, would move your
organization closer to becoming an ideal
organization in which to work?
(State these things in the present tense)
AI Interview Protocol
FOUR KEY FACETS
• High Point / Peak Experience
• Things Valued Most About…
• Core Factor that Gives Life to Organization
• Images of Future Possibility
Typical Decision Points
• What topics to select?
• Who is involved?
• How many appreciative interviews?
• How do we want to engage people in the dream and design phases?
ACTIVITY
Activity
• From your previous activity – Identify an appreciative interview– Develop a series of questions for the interview
PUTTING IT TOGETHER
Prosci Change Management Model
• Prosci – Is a nationally recognized research and development company that
specializes in bench-marking change management best practices– Has made a significant step forward in the integration of
organizational change management and project management– Released its Change Management Process• Following eight years of research with over 1000
organizations
Prosci Change Management Model• Built into the process are scalable and flexible components for customizing
OCM activities to the specific organizational change being implemented– ADKAR (Awareness, Desire, Knowledge, Ability, Reinforcement) system for
working through change• Includes
– Tools to perform organizational analysis– Templates which can be customized to aid the process of preparing
organizations for change• Prosci was reviewed and approved as a Registered Education Provider of
training by the Project Management Institute (PMI)
Lewin’s Dynamic Stability Model
• Refers to “unfreezing, changing, and refreezing”– It gives rise to thinking about a staged approach to changing things.
Looking before you leap is usually sound practice.• Using Lewin’s approach as a starting point
– Most change associated with projects comes from the envisioning of some future state yet to be realized
– To arrive at the “to be” state, it is important to understand the “as is” state.